Success Advice
10 Confronting Reasons Why People Don’t Reach Their Goals

What is the incentive for attaining your full potential and realizing your goals? Why do some people seem to achieve more than others despite having the same time and resources availed to them? The devil is in the details, and this is especially true when it comes to accomplishing your goals or not.
If you’ve ever felt like you’re stuck in the same spot for weeks, months or years now and are not accomplishing much; it might be time for you to assess yourself with the following ten truths.
1. You Lack Self-Confidence
One of the biggest reasons why people fail is because they don’t believe in themselves. Belief is actually a trained function, therefore the deeper you condemn yourself to the rut of self-doubt, the harder it is to come out of it. Our past has a lot to do with how we view our own abilities.
Maybe you just landed a new job or transferred to a new school and are now meeting new people who seem much smarter or more accomplished than yourself. It is often said that battles are won long before they are ever fought, and a lack of self-confidence will cause a reverse effect in accomplishing your goals. Don’t doubt yourself and miss a crucial opportunity in the process.
2. You Always Make the Same Mistakes
This is simply about accountability. If, say you were fired from your dream job because of always showing up late and happened to land another job where soon after you began you made the same mistake, you just dig your own grave. The thorough self-assessment is a crucial part of achieving your goals. You won’t get to the gym and achieve success if you are always oversleeping, or overeating. The same applies to any other dream that you may possess, so work hard and do anything that is possible.
3. You’re Averse to Taking Risks
Risk taking isn’t just limited to those who are looking to go into business or for savvy entrepreneurs. It directly applies to every aspect of our daily lives. How many of us keep that 9 to 5 job that we hate only because we are afraid of taking a plunge and following our passions?
There are a million reasons why you shouldn’t take that risk, after all, bills have to be paid, and there’s a 401k to contribute to, right? But there’s one greater reason why you should take that risk: your dreams lie in wait. Start that business, go on that trip or try out that relationship. You never know what tomorrow might bring, so do not hesitate and take risks.
“Most people fail in life not because they aim too high and miss, but because they aim too low and hit.” – Les Brown
4. Unwilling to Let Go of Productivity Killers
One of the ridiculous reasons (but true) why people can’t have what they want is the fact that they can’t let go of habits that take up valuable time. Facebook posts, Insta selfies and a whole lot of Netflix-&-Chill might make the whole day down the drain. A global study conducted by B2X also reports that Millennials are spending more than 25% of their day on smartphones, thoroughly diminishing their productivity and bearing a hindrance on them achieving their goals. So, put aside all of the unneeded and pointless activities – it takes too much time!
5. It’s Just Not as Easy as You Thought
Starting is the most important part, but constantly grinding and working on it is even more important to become successful. We often see the glitz on media with stories of overnight successes and folks who hit the jackpot with their ideas. What we don’t see is the pain, sweat, tears and rejection that took up the biggest chunk of the grind.
If it were that easy, it would be worthless. Along the way, you are bound to feel tired, uninspired, depressed, on the verge of giving up even. However, try to find ways of keeping motivated by learning a new skill, meditating, reading etc. Failure is a critical part of succeeding, and you have to embrace it and learn from it.
6. You’re Not Surrounded with Ambitious People
The people around us have a huge impact on how we utilize our time, how we think and the kind of goals we set for ourselves. Tom Mendoza, a brand contributor on Forbes, tackles this subject well by talking about the key qualities of the company he keeps and how it helps him grow. That old musing about being the average of the 5 people we spend the most time with couldn’t be truer.
7. Folks Who Don’t Reach Their Goals Because They Failed Before
This is probably the biggest reason why people don’t accomplish their goals. According to Fundera, about 20% of businesses fail in the first year. Does this mean the other 80% don’t face the same obstacles or they have a magic formula for victory? No, it just means that they managed to get themselves together and try again. The reason people can’t have everything they want is because they want everything `here and now`, but they don’t realize that failure is imminent and is the only sure road to the victory.
8. You Lack Vision and Never Take Action
Biagio Sciacca tackles the subject of a visionary mindset quite well in his blog article on how the boundaries of manifestation are limited by our own perception. He emphasizes with a personal story how everything that we see and interact with starts with a single idea in mind. A vision is not just a vague wish or some random fairy-tale hope, it is the fuel that drives your passion and every meticulous piece of work that you put in. Goal setting provides the big picture perspective on what and why you are doing something.
“Most people fail, not because of lack of desire, but because of lack of commitment.” – Vince Lombardi
9. Thinking They Lack Enough Time to Achieve Their Goals
A good number of folks don’t believe they can accomplish their dreams with the time they have left. If you’ve watched “The First Grader” you’ll get all the motivation you need. The story of an 84-year-old who goes back to school to attain a life-long desire to be learned is enough to make you think twice about giving up on your own ambitions. So it is never too late to do something you like, give yourself a try.
10. You Will Succeed Only If You Do It This Way
Living by others’ limitations and the boundaries they set for you is one sure way to box yourself in from your goals. You’ll only get more tired, frustrated and demotivated in the long run. People impose their limitations on you because they don’t want you to succeed or because they have fears about their own abilities and personal failures to deal with. Achieving your goals means silencing those critical voices and having faith in your own way of doing it. Your biggest motivation should be to do it for the people who want to see you fail.
In most of the cases, people shield themselves from success. So, don’t let anything hold you back from any goal you’ve ever set for yourself and always try your best.
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In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
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